digital art factory jobs near me now

zonker20566 April 30, 2023 Comment

Thanks for stopping by! Feel free to browse some of the selected projects below and see what we have done for some our clients.

Digital Art Factory and Douglas Bruce worked with Dr. Comfort Shoes for many years to develop America's number one diabetic shoe brand.

Advertising in over 20 magazines including B to B and direct to consumer.Digital Art Factory's media plan for Dr. Comfort shoes reached over 18 million people with diabetes per month. A well motivated sales force with world class collateral and media back up delivered the confidence.

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Digital Art Factory designed more than thirty footwear catalogs and hundreds of beautiful custom production magazine and online advertisements, PR and media communications efforts gave Dr. Comfort unstoppable market momentum. In only a few years Dr. Comfort became the '

Digital Art Factory/Douglas Bruce created the rich and full visual environment and product psychology that gave Dr. Comfort the clear edge amongst early adopters and baby-boomers in the diabetic footwear marketplace.

"It's A Crime To Waste Time"….All brands need a great narrative. Great narratives have interesting and compelling characters behind them. Digital Art Factory created "The Online Sheriff" for Time Warner's

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Goes around ticketing people for going too slow on the internet. This was the first cable modem TV commercial… remember the days of dial-up?

Digital Art Factory created a sales tool that entertained the expansion of pre-existing sales channels while increasing sales of advertising and sponsorship opportunities for product placement. Its main sell push:

After a corporate merger in 2011 DJO Global looked to Digital Art Factory and Douglas Bruce to rebrand and transition all the existing corporate B to B advertising collateral over to the new DJO Global

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Digital Art Factory created this stage set surreal vision.All the three main components were from custom photographs and composited into a custom made matte painting background with CG water elements.

Interestingly enough several years later the public saw more defense related companies doing public awareness campaigns and even television commercials showcasing modern defense and aerospace capabilities.

Before we met Ludwig, one of the worlds largest floral foam companies, we noticed that they were without any branded look and feel. They had never even had a catalog for their products.Well, we changed that in quick order. Digital Art Factory produced a working catalog in less than a month.

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Creating the 'Big Picture' - That's what's important. Looking at products differently and placing them in great environments! We're always excited to explore and create this type of Imagey for your brand and for your products!

Digital Art Factory created the illustration and package design as well as the brand ID for Scrub and Rinse Wand. The goal here, to be the cost effective alternative in the current marketplace of shower and bath cleaning systems. This project needed a quick turn-around and we were only to glad to help.

Segment of the Dennis Miller show, this would include heavily retouched photographs with comedic editorial made into transparencies projected onto the big screen.

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"Miller would tell the guest "Stick around, I've gotta go do the news", at which time he would step next to a monitor named "The Big Screen". Black-and-white photographs from newspapers would be shown…" Wikipedia

25 Dr Comfort Shoes 2 Svensk Vodka 5 Road Runner 2 Hokwang 13 DJO Global 6 Kermit Channel 5 Midnight Mac 2 HUMMER 3 Lockheed Martin 3 Dee Dee DeGelia Photography 6 Time Warner Cable 5 Illustration 4 Ludwig 2 Mercedes 1 Scrub and Rinse 1 The Popper 2 Learning Tree International 3 Dennis Miller LiveJob enrichment is a well-known job design method. In this guide, we will explain what job enrichment is, dive into the advantages of job enrichment, give examples of how to enrich jobs, and compare job enrichment to job enlargement.

Job enrichment is a process that is characterized by adding dimensions to existing jobs to make them more motivating. Examples of job enrichment include adding extra tasks (also called job enlargement), increasing skill variety, adding meaning to jobs, creating autonomy, and giving feedback.

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The goal of job enrichment is to create a motivating job. This can be done, for example, by taking a regular, ‘boring’ job and adding extra responsibilities that make the job more meaningful for the worker. Job enrichment is, therefore, part of job design and job redesign.

The biggest reason to invest in job enrichment is that it leads to motivation. This makes job enrichment especially relevant for highly skilled, white-collar service jobs. According to Fein (1986), job enrichment is less important for blue-collar workers. Here their primary concern is pay, job security, and the rules of the workplace. Job enrichment is less effective in this context because it does not address these problems.

To conclude with a job enrichment definition: Job enrichment is the process of adding motivators to existing roles in order to increase satisfaction and productivity for the employee.

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In the early days of 1914, the Ford Motor Company had captured 48% of the automobile market. Henry Ford gained this market share because he fundamentally changed the way cars were built.

Together with Frederick Taylor, the father of scientific management, he created a first version of the assembly line. Ford and Taylor applied an engineering approach to work by chunking a complex process like building a car into simple tasks that are then executed by workers, specialized in just that one task (e.g., attaching a wheel). This resulted in the first mass production of cars. In 1914, the Ford Motor Company was able to make a new car every 93 minutes – a record at the time.

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However, there was a problem. Even though the workers in the Ford factory were highly productive, they were bored out of their minds. It turned out that aligning workers with the most efficient work activities is not always the best way to motivate and retain them.

A few decades later, in 1959, Frederick Herzberg published his two-factor theory of motivation. Herzberg proposed that some job factors result in satisfaction. These are motivators. Examples include recognition, responsibility, meaningfulness, and a sense of achievement. A satisfying job should have sufficient motivators.

This motivational approach offers an alternative to the engineering approach used in scientific management. In the motivational approach, job enrichment plays a crucial part. Here, jobs are created to satisfy an employee and their needs, AKA motivate. This approach provides people with autonomy, responsibility, the ability to do a job from start to finish, and performance feedback.

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This approach was later refined in Hackman and Oldham’s 1980 job characteristics model. They proposed that there are job characteristics that lead to meaningfulness, motivation, and performance. Job enrichment is the process of adding motivators to existing jobs to increase job satisfaction.

The validity of this model was assessed through a meta-review of nearly 200 studies on the model. The results of the analysis showed support for the different job characteristics, although there was some debate about the exact number of dimensions. Psychological states were confirmed as a mediator between job characteristics and outcomes (Fried & Ferris, 1987).

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Since the topic of job enrichment has been so well-established in the literature, we will use some older sources as they are still the go-to place for this technique. Advantages of job enrichment

As mentioned in our definition, the main goal of job enrichment is to create motivation, higher satisfaction, and work quality improvements for employees.

The results of job enrichment can be categorized in psychological states and personal and work outcomes. Examples of psychological states are meaningfulness, responsibility for the outcomes of the work, and knowledge of the actual results and impact of the work. Examples of work outcomes are motivation, high-quality work performance, higher work satisfaction, better employee experience, and lower absence and employee turnover (Hackman & Oldham, 1980; Orpen, 1979).

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One could imagine that job enrichment could also lead to decreased satisfaction due to the increasing intensity and scope of the work. This has not been found in the literature. Rather, the increasing intensity and scope are experienced as a motivational variable. The exception is workers with low growth needs or with low knowledge and skills. For these workers, job enrichment was more likely to produce frustration than satisfaction (Cummings & Worley, 2009).

Other advantages include that people experience their jobs as being more enriched, show higher job involvement, internal motivation, and increased loyalty. A study by Niehoff and colleagues (2001) showed that job enrichment led to higher loyalty in the high-stress environment of a downsizing company. In this situation, job enrichment was successfully used as a way to retain people.

Interestingly, job enrichment does not necessarily lead to greater productivity. Although employees experience the work as more meaningful, they don’t necessarily generate more output.